How can HR professionals stay relevant as AI changes the way work gets done?

In this episode of HR Unlocked, Lisa Oakley sits down with Alex Howieson, a senior People & Culture leader with experience across aviation, banking, media, healthcare, consulting, governance, and complex workforce environments.

Alex shares a clear view: HR should not simply be part of the AI conversation. It should be helping lead it.

The conversation explores how AI can reduce administrative burden, improve feedback, support emotional regulation, strengthen analytics, and give HR professionals more time to focus on strategic advisory work. Alex also highlights the risks, including privacy, access to sensitive information, bias, poor governance, and the importance of working closely with technology and legal teams.

Beyond AI, Alex challenges the profession to become more commercially fluent. That means understanding labour costs, cash flow, wage inflation, retention costs, productivity, and the wider business environment rather than relying on traditional HR language alone.

She also explores why HR needs to become more outcome-focused and less process-driven, why customer experience can teach People & Culture teams a lot, and why leaders need to create workplaces built on trust, clarity, humility, and psychological safety.

The conversation closes with a powerful reflection on lived experience, family pressures, leadership vulnerability, and the importance of simple human check-ins.

What You'll Learn

• Why HR should help lead the AI conversation

• How AI can move HR beyond tactical administration

• Why strong advisory capability will become even more important

• How AI can support feedback and development

• The potential role of AI in emotional regulation

• Why clear rules of engagement matter when using AI at work

• The privacy and ethical risks HR professionals need to understand

• Why People & Culture should work closely with technology and legal teams

• How internal access and knowledge management affect AI risk

• Why HR needs to become more commercially fluent

• Which business metrics HR professionals should understand

• How to connect people initiatives to financial outcomes

• Why productivity should be discussed in terms of outcomes, not activity

• The difference between process-focused HR and outcome-focused HR

• Why fit-for-purpose solutions matter more than copying a standard playbook

• How sales and marketing can help HR improve employee experience

• Why purpose matters during periods of significant change

• The role of psychological safety, vulnerability, and humility in leadership

• Why simple check-ins can have a meaningful impact on people

• How consistency and repeatability build trust

Key Takeaways

• HR should be helping shape how AI is used, not simply reacting to it.
• Technology is most valuable when it removes low-value work and creates more space for strategic advisory conversations.
• HR professionals do not need to become coders, but they do need to understand what business problem the technology is solving.
• AI can support feedback by creating a more private and objective environment for reflection.
• Clear governance, privacy, access controls, and education are essential before workplace information is used in AI tools.
• Never assume an approved AI tool is automatically safe for every type of information.
• HR needs to work closely with technology teams to understand where data is stored and who can access it.
• The profession needs to become more comfortable with numbers, including labour cost, cash flow, wage inflation, recruitment cost, and productivity.
• Business leaders care about outcomes more than HR processes.
• Leadership and development initiatives are easier to influence when their value can be connected to commercial outcomes.
• Customer experience and marketing can teach HR how to create more engaging employee experiences.
• The employee value proposition is not about perks. It is about why the work and organisation matter.
• Strong leadership creates clarity around what productivity and success actually look like.
• HR adds value through judgement, not by rigidly applying the same process everywhere.
• Psychological safety does not remove performance expectations. It creates an environment where people can speak honestly about what is happening.
• Trust is built through consistent behaviour over time.

About Alex Howieson

Alex Howieson is a senior People & Culture leader and independent contractor with extensive experience in organisational transformation, culture, complex workforce risk, and leadership.

Her career has spanned aviation, banking, media, healthcare, consulting, governance, large operational workforces, and high-profile sport and integrity environments.

Alex is passionate about the future of HR, commercial capability, AI, organisational efficiency, leadership, and helping People & Culture professionals create genuine value for the organisations they support.

She brings a practical, direct, and business-focused approach to the profession, with a strong emphasis on judgement, accountability, and human connection.

Why This Episode Matters

AI is changing HR quickly, but technology alone will not make the profession more valuable.

This episode challenges People & Culture professionals to think much more broadly about what future relevance looks like.

Alex argues that HR needs to understand the business, speak the language of numbers, simplify rather than complicate, and use technology to remove work that does not require human judgement.

At the same time, the distinctly human parts of leadership become even more important: trust, feedback, humility, connection, psychological safety, and the ability to understand what people need.

Whether you're an HR professional, People & Culture leader, business owner, executive, or manager, this episode offers practical ideas for building a more commercial, technologically capable, and human-centred approach to work.

Resources & Links

• Connect with Alex Howieson on LinkedIn: https://www.linkedin.com/in/alex-howieson/